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Former Yahoo Employee Challenges the Legality of Yahoo's Ranking System (nytimes.com)
whoever57 writes: A former employee of Yahoo is challenging Yahoo's performance review and termination process. The ranking system was introduced to Yahoo by Ms. Mayer on the recommendation of management consultants McKinsey & Co.. Gregory Anderson, an editor who oversaw Yahoo's autos, homes, shopping, small business and travel sites in Sunnyvale, Calif. is claiming that the ranking and termination process was flawed to the extent that the terminations were not based on performance and hence constitute mass layoffs, which require notice periods under both California and Federal law. He is also alleging gender discrimination, under which women were given preferential treatment over men in the hiring, promotions and layoff processes.
It looked so much like layoffs that I thought it was layoffs.
Maybe I misunderstood and they were just trying to get rid of bad programmers. From what I understand, Yahoo had a lot of them.
"First they came for the slanderers and i said nothing."
I had to read several sentences in the find out we are talking about some kind of work rank system, not search ranking. You know... it being a search engine company and all.
It's great to be a CEO: get paid millions, then use the company's money to bring in consultants to do your own work!
The real "Libtards" are the Libertarians!
I really don't have a problem with it, it's better than seeing incompetent dumbasses coast along while everyone else carries the weight. And if they don't like you and want to get rid of you, they will find a reason, I don't care what the laws say.
under which women were given preferential treatment over men in the hiring, promotions and layoff processes.
That is kinda exactly how Mayer runs shit. Fuck her and her ilk.
Will be fun to see who prevails.
Considering the redesign they went through within the last week, I certainly hope the incompetent web designer and the person who signed off on the new look are both fired. Talk about a giant steaming pile of yak manure.
As to the women given preference, considering they're paid less, on average, than men, it only seems reasonable for a company to cut costs where it can. If the woman can do the same work as a man but for less money, that's a good business decision.
Or are the men now going to whine that they're being discriminated against when all along they've been saying there is no discrimination because it's all based on ability?
We will bankrupt ourselves in the vain search for absolute security. -- Dwight D. Eisenhower
I had a manager who was a big fan of Jack Welch and implemented a policy to fire the bottom 10% every year. Except he didn't hire replacements and the middle soon became the new bottom. The top 10% saw the writing on the wall and vacated for greener fields elsewhere. I was the third of a dozen senior testers who left the company. The manager rode the company all the way into bankruptcy, unwilling to admit that his channeling of Jack Welch was wrong.
Just identify yourself as female and enjoy the perks.
No SJW CEO has ever been successful
> He is also alleging gender discrimination, under which women were given preferential treatment over men in the hiring, promotions and layoff processes.
That could be long and expensive to prove. I talked to a lawyer recently about "protected classes" (in the context of a large layoff the preponderance of which were over 50). Going from memory (IANAL), the issue comes down to what is a "protected class", which makes suing for discrimination a realistic possibility. Age is indeed a protected class. The female gender is a protected class. Races other than white tend to be protected classes.
Interestingly enough, she said specifically that contractors from India working in the US are a protected class (at least in this state, YMMV) which is why it's so difficult to go after H1B abuses. But that's another story.
Anyway, point is, he's going to have a difficult time (more difficult than this ever is) proving gender discrimination against males.
Oliver's law of assumed responsibility: If you're seen fixing it, you will be blamed for breaking it.
Carly Fiorina did wonders for HP...
If you want news from today, you have to come back tomorrow.
Remember all the SJW liberals who thought she was going to fix the company, based solely on the fact that she has a vagina?
You would think someone would have learned something from all the idiot companies who hired Ellen Pao.
The SJW morons never learn. These are the same people who are happy to import millions of immigrants who absolutely oppose everything that SJW liberals believe in (women's rights, gay rights, etc).
I've seen a couple of places do this with a forced bell curve.
They had pre-defined that you can only have so many at each level, and had to fit -- if you had 10 people, the number at each level was defined by a formula.
Which meant the ranking system couldn't say "wow, I have a bunch of good people", or "shit, I have a bunch of dullards".
Morons who manage by arbitrary metric tend to do a lousy job of it. Because apparently reality is a problem for such people.
I find that style of management pretty pathetic, because it's just drooling idiots blindly following stuff they don't understand, and can't see why it's failing them.
Lost at C:>. Found at C.
If Silicon Valley didn't learn anything from Carly Fiorina, they never will. The whole region is filled with SJW's who think women and minorities can do no wrong, no matter how many companies they lead into the dirt. God forbid a white heterosexual male ever gets appointed a CEO again.
He is also alleging gender discrimination, under which women were given preferential treatment over men in the hiring,
Yeah, let me know how that works out for you...
What is interesting to me here is the charge of gender discrimination. Typically you would expect this to be levied by a female. In this case it appears to be a guy that is alleging discrimination. Reverse discrimination basically and it flies in the face of what Silicon Valley and indeed corporate America have been promoting for quite some time now.
To me this is a perfect example of how two wrongs don't make a right. This guy had nothing to do with what happened in the past so why must he be made to suffer for it?
They had pre-defined that you can only have so many at each level, and had to fit -- if you had 10 people, the number at each level was defined by a formula.
The company I worked for had a bell curve at one point. They funny thing is that the QA department as a whole did an honest assessment to fit the bell curve perfectly. The other departments, especially the department managers, all ranked themselves very highly. The executive team had a hard time bringing reality to the other departments that not everyone was a special snowflake.
I had a manager who was a big fan of Jack Welch
Ahhh. Neutron Jack. Brings a tear to my eye when I think back to him!
I am Slashdot. Are you Slashdot as well?
"Carly Fiorina"
Bit old, but I'd tap that.
Who is crazy enough to still be working for Yahoo?
"Ellen Pao"
Bit Asian, but I'd tap that.
We once had a related problem in a university. Some admin-troll decided that exam scores or term-paper grades in any courses must fit some Gaussian distribution. If not, it means you have either mass cheating or teacher incompetence.
Obviously this is bone-headed. In practice, we find it quite likely that some exams display such a distribution: you have a light tail of low grades, a fat body of mediocre ones, which gradually extend and tapers into the top scorers. The low-grade tail is lighter than that of the Gaussian.
As a result, professors began moving the mid-grade batch of students into the low-grade tail, by stretching the grading criteria selectively on the "suckers" picked arbitrarily. Gaussian curves were thus fabricated. The grades became meaningless.
Or, they could do away with stack ranking type of systems and go back to the old fashioned way of evaluating employees - by having the managers pay attention.
When I worked for a state university system I had occasion to read the DOE regulations about discrimination. Colleges are required to file various paperwork about racial and gender statistic of students who apply, students admitted, and students who graduate, to prove that they aren't discriminating. I was a bit surprised to find out that the DOE regulations explicitly state that discrimination against males and caucasians is not discrimination. I wonder of the Department of Labor has a similar rule.
Rank and Yank was supposed to be a downsizing strategy. If it's in place for more than a year or two, you're basically acknowledging the business is failing.
If you think McKinsey has had its hands only here, you haven't even begun to see the world-wide corporate carnage they've racked up over the decades. YOu want to know why so many mega-corps and governments do and say the same stupid shit? It's from the same stupid source - McKinsey.
If you want to know more, read this
The Firm: The Story of McKinsey and Its Secret Influence on American Business
http://www.amazon.com/The-Firm-McKinsey-Influence-American/dp/1439190976
It's called "stack ranking" and it doesn't work period.
From an article in Vanity Fair: “Every current and former Microsoft employee I interviewed—every one—cited stack ranking as the most destructive process inside of Microsoft, something that drove out untold numbers of employees,” Eichenwald writes. “If you were on a team of 10 people, you walked in the first day knowing that, no matter how good everyone was, 2 people were going to get a great review, 7 were going to get mediocre reviews, and 1 was going to get a terrible review,” says a former software developer. “It leads to employees focusing on competing with each other rather than competing with other companies.”
"Ranking and rating" is what they call it at Intel... is that where Yahoo got if from?
I've abandoned my search for truth; now I'm just looking for some useful delusions.
I just saw "SJW" for the first time a couple of weeks ago, and already I'm seeing it everywhere.
(I cribbed this passage from "The personal is political" — some thoughts from Christopher Hitchens).
Concerning "SJW", I can't say I've experienced an instantaneous revulsion of this magnitude for a long time. It's the Roundup Ready MRE of smug snivellers. Move over smut, there's a new porn in town.
You are of course correct - ED.
Carly Fiorina did wonders for HP...
... by leaving the company. HP stock shot up 7% the day she left!
I've abandoned my search for truth; now I'm just looking for some useful delusions.
Does Ursula Burns count?
I've abandoned my search for truth; now I'm just looking for some useful delusions.
Didn't "ranking and rating" at Intel work the same way? (I was only there as a contractor, so all I know about it is what I've been told by employees.)
I've abandoned my search for truth; now I'm just looking for some useful delusions.
They likely have nothing better to do with their time.
I mean, you know all those women suffering from real evil shit all over the rest of the world? Fuck em! Because we're talking about 1st world problems now.
"Rank and Yank" aka Stack Ranking is a common, zero brainpower management method that has spread throughout the Fortune 500 with toxic results. If you are working at a company that institutes this policy, go ahead and and start looking for work elsewhere. The company is about to go down the tubes.
Employees have no incentive to work with or help each other when all they care about is where they land on the next rank, since the lowest people get fired. They will go as far as to sabotage each other (and thus the company) in order to survive. Bad Management 101.
The feminists said that everything is working as intended.
Per TFA: " The court filing said that managers were forced to give poor rankings to a certain percentage of their team, regardless of actual performance. Ratings given by front-line managers were arbitrarily changed by higher-level executives who often had no direct knowledge of the employee’s work." Once the Department of Labor steps in, Mayer's internal memos with her saying stay away from the "L-word" and use "remix" will bite Yahoo pretty hard. It's obvious Yahoo is trying to redefine these as "not layoffs"...it reminds me of the meme that if you have to say "I'm not a racist..." that you probably are at least displaying racist tendencies.
I recently was laid off from HP under their "Work Force Reduction" and the WARN Act (Worker Adjustment and Retraining Notification) was the reason it was the best job ending I've ever had. Yahoo will, if found in violation, have to go back and pay all their former employees some type of severance package; the WARN Act basically says either you have to give 60 days or pay people for those 60 days. No way the DOL will let Yahoo slide on this; if they did then the USA would never have another mass layoff and instead everything would just be "remixes" or whatever pointy-haired boss jargon of the week that they think they can get away with.
I think I'd tap you before I tap Carly Fiorina. Seriously, she's hideous.
By exaggerating your case, you have destroyed it. I would be extremely surprised if it is not any more the case that most CEOs in the US are white heterosexual males. You sound like the christian right, always complaining they and their religion are under attack, while what is happening is that their preposterous privileges are (slowly, at that) being disassembled.
Morons who manage by arbitrary metric tend to do a lousy job of it. Because apparently reality is a problem for such people.
I don't think reality is the issue. The real problem is those people are simply bad at their job (managing) - but they are being paid large amounts of money do do exactly that. They are constantly terrified of being found out, so they grasp onto any simplistic "management" notion their little intellects can actually grasp.
#DeleteChrome
Sounds like Microsoft's completely fucked-up "stack ranking" bullshit, where you HAD to give the lower 10 or 20 percent of your team "failing" grades no mater how good or talented or productive they were. So fucking STUPID.
So you have this awesome team of ten people, they're all really good and the team works well together. Everyone is, in fact, a valuable contributing member with useful skills and knowledge.
TOUGH SHIT! At least two of them will have to be marked as "no good" or "non-productive" and fired. It doesn't matter that they were good, all that matters is the lowest 10% or 20% is marked for pruning. And sure as shit, it all came down to who you knew and how hard you could suck or buddy-up to the manager.
As a contractor I saw this time and time again at Microsoft. I was never subject to it (I was a contractor, ha ha!) but good, talented people would get cut from the team simply because "those were the rules". Utter stupid bullshit. It was appalling.
Didn't suck your manager's dick hard enough? Didn't bring her enough cookies and compliment her hair often enough? Didn't make enough small talk?
Out you go, and good luck finding another spot after being one of the "discards".
Yeah, this stack ranking idiocy contributed to a LOT of needless unhappiness at Microsoft and the back-biting and sabotage reached epic proportions, with people actively fucking one another over so their all-important "value" would stay above their coworker's "value".
It's what made me decide to never, EVER take a direct position at Microsoft. Any company that does this is fucked up. I'll work there and I'll drink your free soda, but at the end of the day I get to go home and leave all that office politics horsecrap behind.
Unlike the hapless direct employees, I never spent one sleepless night worrying about getting cut, or if I had to play "me suck you" with my managers. The instant I walked out the door each day it was, "Fuck you and the greasy dildo you rode in on", and that was that.
I was happier and better paid than any of the directs I knew, and I fucking reveled in it. I was out the door at 5:01 while the rest of the much-vaunted direct chimps slaved away until 7 or 8 each night hoping to be seen as "industrious" or "productive". Lol, losers.
Ha ha, suckers! You thought the Holy Blue Badge was the Key to Heaven, but it was nothing but a portable heartache and a clip-on reminder to buy more Xanax. Ha ha!
Just cruising through this digital world at 33 1/3 rpm...
I had a manager who was a big fan of Jack Welch and implemented a policy to fire the bottom 10% every year. Except he didn't hire replacements and the middle soon became the new bottom. The top 10% saw the writing on the wall and vacated for greener fields elsewhere. I was the third of a dozen senior testers who left the company. The manager rode the company all the way into bankruptcy, unwilling to admit that his channeling of Jack Welch was wrong.
That manager was a "fan" of Jack Welch the same way a baseball-bat murderer is a "fan" of Derek Jeter.
I worked for GE under Jack Welch. On the day I was hired, there were about 6-7 people between me and Welch. That's it.
Then the group I was in - GE Aerospace - was sold to Martin Marietta because Welch was tired of the GE Aerospace business model of being a mere body shop for US government contracting that was using the GE name to attract young engineers, then underpay them while billing them out at a higher rate. By the time Martin Marietta was done "improving" our management, it took more than 6-7 managers to get out of the one damn building I was in.
As Welch said, "You work the week and at the end we pay you. We're even." Because GE used to pay workers every week. Hell, even as technically salaried employees we got paid overtime (and Martin Marietta shit their pants when they tried to put a stop to that. They wanted to require us to work overtime and not get paid. Yeah, right...)
Nice guy? No Welch wasn't, but he wasn't afraid to tell the truth. And there was nowhere near the bullshit at GE that I've seen elsewhere - there wasn't enough useless non-productive mid-managers around with nothing to do to generate that bullshit.
And if you didn't like your job at GE and somehow wound up complaining to Welch, he'd tell you something like, "You have a crappy job. It's your responsibility to change that."
Compare Welch to Norm Augustine - the first Lockheed Martin CEO (I went through that merger, too) Upon the merger of Lockheed and Martin Marietta, Augustine made a huge killing because of the way the stock prices jumped and all the options he had. OK, but Augustine published a long missive about how much he had done for the company, weaseling and trying to imply he didn't get paid - but in all his bullshit he never once denied getting the windfall.
I always had the feeling Welch in that situation would have said something like, "I was hired by the shareholders to make them money. I did just that and they rewarded me."
When you worked at GE, you knew Welch wasn't your friend. But you also knew he wasn't your enemy, and he'd tell you straight up why you were fired or why your plant was shut down. And he'd make those decisions on the basis of making money - and you knew it. You knew why the company existed, and you knew you were expected to contribute to that.
Myself? I respected Welch - and I wasn't alone.
We laughed at the battle hag who rode down from Martin Marietta HQs on her broom to "lay down the law" to us lowly GE types after we got sold.
I'd work for AOL or WebCrawler if they pay. Who cares.
Only the State obtains its revenue by coercion. - Murray Rothbard
I was at a rather bizarre all-company video conference meeting years ago on this topic. The head of software dev had been pushing to fire the "bottom" 10% each year, because he was a psycho who enjoyed firing people. The head HR woman came on the conference first and announced that there was a new policy that the "bottom" 10% would be place on an "improvement" program. Then dev head comes on and starts talking about firing people. HR woman drags him off, they come back in a few minutes, HR woman talks about "improvement" programs. Dev head comes on and talks about firing people. Repeat. It was amusing in a Dilbert sort of way.
I worked at a company that got taken over by a French company prior to the dot com bust, and a French VP took over the management team. At an all hands meeting he announced from his notes that everyone was getting stock options. Everyone cheered. The HR person did a face palm. He then announced that the stock options only applied to management and not regular employees. Everyone was pissed. He had no clue whatsoever as to what went wrong just then, underscoring the sad reality of French management. So everyone got stock options with a $20 strike price when the stock was $25 per share. The stock price slid to $0.20 per share over the next several years as the dot com bust took it toll.
According to these rankings, the guy performed worse than 90% of his coworkers, then he was laid off and now he claims that it was a wrongful termination?
Welcome to the "at Will" employment system of the USofA.
1. Merit is subjective...
2. Performance is access based (management gives their fast trackers low risk/high visible projects or exit strategies, everyone one else is on a death march)...
3. Tenure is only for SVP or above...
4. Teamwork is non-existent (everyone competes, re: see #2 & 3)...
5. Feedback is always negative--productivity is priority...
6. (and w/the new generation hitting the workplace): respect or professionalism is... an... afterthought.
Honestly, this is what the University system is like now too, so the kids are engrained with this mentality--just look at employee comments at Google, Amazon or Facebook.
Unions are no better, but heck it's the lesser of two evils nowadays as it's "viewed" as a bottom up organization.
... until morale has improved.
That's sort of why I hate layoffs that reduce 10% from every department across the board. Which means you lose some really great employees while also retaining some utter morons.
A lot of groups can be kept to a minimal number, so even if you have a bell curve you can not afford to lose the bottom person, there's just too much work to do. But then management insists on across the board cuts and open job reqs are closed and the pinch really hurts with those who are left. Which means your top performers are likely to start leaving voluntarily.
AMD? I'm sure this happens all over, but AMD did this forced bell curve thing a ton... Executive have to have a readily-available list of folks to lay off, you know...
She's ok, but she's no Janet Reno!
Any real worker in Silicon Valley hated her. They knew she was destroying the heart of the tech culture. The media thought she was great, but the media resides outside of Silicon Valley. The media never understands Silicon Valley, they think it's all about entrepreneurs and investors and is just like those Hollywood movies and tv series.
We just got a new white male CEO end of last year. I don't think any woman was considered. Any time a woman is appointed CEO in Silicon Valley it makes the front pages; it's that rare.
In a word, yes, but there were systemic review processes to make sure minorities (that is, anyone not Asian or white) were systemically protected. If you had a minority employee as a direct report, you had to justify giving them a poor rating, or a series of "successful/equal" ratings. You, as a manager, would be contacted by HR and essentially encouraged to make sure all your "low performers" were white or asian males. Since that demographic was 60+% of the company anyways, that wasn't all that hard to accomplish, but the number should have been a lot closer to 60% than the 90% it ended up being. You COULD rate someone low as a minority or female... but the things that had to go into that sort of an outcome would have gotten any white or Asian male fired on the spot.
Oh Creimer... That's just silly talk and I'm glad you got out - hopefully this wasn't the one where you ended up unemployed for a while or just prior to it.
That said... I had an employee bring one of his books in and recommend that I read it. I don't talk a whole lot about specific employees but I've mentioned him. I was unfamiliar with the author and I read the book.
Nobody ever really got fired, technically. The person who brought that book in? Yeah, they left of their own volition and cost us a bit to learn that lesson. I suspect he cost us less by leaving than he would have cost us by sticking around. I still remember his name - and probably always will. No, I will not name and shame an individual. As he technically left of his own volition (with agreement to let him keep some things like relocation fees and hiring bonus and health plan for six months AND a layoff instead of him quitting) I'd not even give him a bad reference. However...
And a novella is tempting, I'll spare you - this once. Just kidding... Novella ahead! Well, probably. This is me, after all. I suspect you might find this one amusing. Hell, someone might even take something from it. I don't know, I'm not sure what I'm gonna include. There's a lot to include... I suspect you're familiar with the type. You're probably actually more familiar with the type than I am?
It's at this point that it is important to mention that we had no actual HR department. I think we were at about 125(ish?) people at the time. We maxed at about 220 people but that was some years later. This would be 1998-2000? We paid (or would have) about double what the industry considers average pay now. Seriously, double was the industry norm at the time - slightly above average. Err... It probably helps that only a couple of companies in the country actually did anything like that - until around 2010 or so. (A traffic engineer makes something like 80k now as a senior traffic engineer. We hadn't really existed long enough to have anyone senior or anything so programmers - with some traffic or modeling expertise, would start at about $120k/year around then.)
We had a bar with a pool table in the back. It was sometimes used during work times but only in a crisis and never with clients. We went to each others kid's festivities, sports, and even family reunions. We laughed, we joked, we cried. We abandoned an office, without thinking about it, and left a client in the office while we went and consoled a fellow worker for a death in the family. All of us... As in, the whole office was closed and we sent him off to go eat or do whatever for the next day - it was two days before we were fully functional again. The client actually sent the family flowers and probably from his own pocket as he represented a municipality.
Now, I don't mind if you show up in a suit. I don't mind that you're squared away. I don't mind if you show up early for work. I don't mind if you stay late. I don't mind if you work through your lunch. I don't mind if you do passable quality work and then show it off like you're a champion. There's a time and place for that?
I do mind if you're doing all of that to be seen. I do mind if you're doing all that to look better than your peers. I sure as shit mind if you're going to then try to leverage yourself into a position of power when, in fact, we... umm... How to describe this? Well, it'd be wrong to say we didn't have managers but I don't think anyone actually ever had that title or pay grade? The ops side (I hate that term) kind of, sort of, had a structure... Sort of?
Suffice to say... Not only was he never, ever, going to fit in - it was a book by that author (I remember the damned author even, after all these years) that kind of clued me in that this was going to be a problem. I'm not an asshole. Well, okay, I can be. I was not being an asshole at the time... I, and others, did what we could to get the stick out of his ass and help him to fit in. He was catching on quick - to the code but none of his work was ever, we
The turtle-neck cyborg from that "new" company that's making medical devices. I forget her name and I forget the name of her company. She's fairly young and never finished college. I do remember that.
If we're picking CEOs that I'd stick my dick into (which seems a bit sexist by its nature but I guess gay women can think the same and women can just reverse it - but it's still probably inappropriate for a work environment) then I'd pick her. I'd pick her several times. The missus looks a bit similar but doesn't have that much money or power over people so I guess I can do the lust for power thing.
Also, they're both look very similar with the Darth Vader mask on, with black lights, and wearing glittery platform/pumps. It's all good so long as they're twerking to Battle Hymn of the Republic and playing action figures with me during breaks. If she still doesn't look good, there's always duct tape, a ball gag, and a clown-suit with raggedy holes (lined with red lipstick) cut in the inappropriate places - place like the armpits.
Hmm... I am so going to go to Cam4 and pay someone to do this for me. I'll even pay extra to make sure it's done in public. Such performance art should not be private! They tell me that I'm sane. They also tell me to put down those office supplies, this is a vets office and you can't do that in here. But, the key point is that they tell me that I'm sane and have healthy appetites.
KGIII - AC 'cause I'm out of posts, tired, and not gonna wanna see any replies to this one in the morning.
She's ok, but she's no Janet Reno!
Thanks for the laugh. Reminded me of when i went to the Kennedy Center to see Phantom. Janet and her "date", walked by me...she should have asked for one of the play masks.
doubtful
http://www.bloombergview.com/a...
"Ellen Pao"
Bit Asian, but I'd tap that.
You know they have slanted pussies, right? You push the legs wider to tighten them up.
they bring in cronies.
They also buy cronies' business who go belly up and the cronies make money. But then Yahoo lays off the people.
As someone who only recently left the grindstone that is GE Oil & Gas, I have a rather dim view of their management and business policies. There was no paid overtime for anyone in the engineering department, pay was slightly below market, health insurance was lousy, there were layers and layers of management, everyone was instructed to lie on their time reports, no bonuses for anyone below mid-level management, VERY unethical behavior at various levels, and the list goes on.
Maybe it was different under Neutron Jack, but under Immelt it is beyond ridiculous. And the amount of time they spend masturbating over their own greatness and especially Crotonville is rather disgusting.
I left in under a year for greener pastures. The group of 15 engineers I was with is down to 3. While I was still there we even had temps stop showing up because they couldn't deal with the rampant stupidity.
Force you to move to a better place rather than go through a hundred cuts of this or that.
I'd be extremely surprised to at drawing conclusions without doing any research.
I mean, talking out one's ass is surprising if not also gross and likely something to have your doctor check over.
No, it's not ADA and it's not an easy-to-read guide like the link you mentioned. It's deep in the actual Department of Education regulations themselves. There are probably a thousand pages, so I don't have an hour or two to try to find that bit now. The wording is interesting to me because it says "discrimination ... is not discrimination ".
To paraphrase the part abbreviated by ellipses since I don't have it memorized, it's something like:
Discrimination in admissions or program assignment which is deemed disadvantageous to gender or racial classes which are not historically under-represented classes is not discrimination.
I think we are going to have to ask for a link (surely the document is online, and we can search it ourselves) because anecdotes about things people remember are, unfortunately, notoriously unreliable.
const int one = 65536; (Silvermoon, Texture.cs)
SJW, n: "Someone I don't like, and by the way I'm a fuckwit" - AC
It's probably somewhere in Subtitle B if you want to go hunting:
http://www.ecfr.gov/cgi-bin/te...
My father was near retirement as a manager and he refused to participate in that system. He chose to retire before it became active.
I have a friend who was one of the top engineers at IBM. Shortly after the ranking system was implemented, he got his pink slip. What happened was he got a promotion as a reward for his accomplishments and hard work, and unbeknownst to him this promotion lowered his ranking enough to put him in "the window".
Needless to say, his colleagues were shocked. His managers could do nothing to reverse the process despite the fact that he was a vital asset to the company. After he left, the shock wave impacted morale and left a corrosive environment that affected production and that drove out many valuable employees. My friend and many others refused to return to IBM. Word spread to colleges and many students refused to speak to recruiters from IBM.
GE tried the same system and eventually abandoned it.
Eternity: will that be smoking, or non-smoking? I Corinthians 6:9-10
You didn't read a thousand pages of regulations in a few minutes. I'm pretty darn sure I remember quite clearly being surprised that it said so clearly, "discrimination ... is not discrimination". Think what you will, though. If you ever have to decipher the regulations you'll find it; until then you can imagine your own facts and believe your own imagination.
No, not really. As I said, I don't care if you'd rather think that anything you imagine must be true, because you thought of it. I shared a anecdote that I found interesting - I have no reason to prove it to you.
I'm going to get back to work complying with the regulations now, and you can go back to guessing what they might be.
I've seen a couple of places do this with a forced bell curve.
They had pre-defined that you can only have so many at each level, and had to fit -- if you had 10 people, the number at each level was defined by a formula.
Which meant the ranking system couldn't say "wow, I have a bunch of good people", or "shit, I have a bunch of dullards".
Morons who manage by arbitrary metric tend to do a lousy job of it. Because apparently reality is a problem for such people.
I find that style of management pretty pathetic, because it's just drooling idiots blindly following stuff they don't understand, and can't see why it's failing them.
Don't forget the wonderful practice of hiring sacrificial cows so you can keep your "real" team intact. Hire someone, give them f-all to do, then they get terminated because they didn't keep up with the rest.
A pretty brutal workplace to enter. It's like work poker - you look around, if you don't see the mark, you're the mark. Fuck that, I work to get shit done, not play needless politics.
Make sure everyone's vote counts: Verified Voting
I dislike anti-discrimination laws in general. I think a good compromise would be to limit to manual labor jobs and the like which the laws was originally designed for.
"She even forbade her managers from uttering what she called “the L-word,” instructing them to use the term “remix” instead."
This is what's wrong with America.